Stephanie J. Lowe

Stephanie J. Lowe Associate

Stephanie provides representation and legal counsel to public entities and educational institutions in matters pertaining to employment law, labor law, and education.  Stephanie's practice includes advising clients on employment policies and providing litigation and arbitration support in a multitude of employment-related matters, including hiring, discipline, discrimination, disability, harassment, and retaliation.  Stephanie has extensive experience advising employers throughout the state on the Affordable Care Act, California's Paid Sick Leave law, California's Kin Care Leave, Family and Medical Leave Act, and California Family Rights Act.

Stephanie works with many private school clients on a wide range of matters, including enrollment agreements, employment contracts, student/parent handbooks, student immunizations, leaves, the interactive process, disciplinary issues, and wage and hour issues.  Stephanie's experience with community college and public K-12 districts includes advice and counsel regarding the Paid Sick Leave law, leaves, the Affordable Care Act, and conflict of interest matters.  Stephanie also has experience in assisting with community college district investigations regarding discrimination and harassment.

Prior to joining Liebert Cassidy Whitmore, Stephanie worked with the UC Hastings Civil Justice Center where she advocated on behalf of underprivileged clients regarding matters such as wage and hour and unemployment insurance disputes. Additionally, she served as a judicial extern for The Honorable Thomas J. Whelan, United States District Court, San Diego.

Stephanie graduated magna cum laude from the University of California, Los Angeles and received her J.D. from the University of California, Hastings College of the Law.  During law school, Stephanie was a Senior Articles Editor of the Hasting Women's Law Journal and worked as a law clerk in Liebert Cassidy Whitmore's San Francisco office.  She also studied abroad at Bucerius Law School in Hamburg, Germany.


  • JD, University of California, Hastings College of Law

  • BA, University of California, Los Angeles

Feb 18, 2015 Webinars on Demand
12 Questions Regarding Student Immunizations at California Independent Schools
Nov 21, 2017

To Be or Not to Be an Adverse Employment Action – What is Paid Administrative Leave?

This principle used to be clear – paid administrative leave was outside the scope of an adverse employment action.  This was based on court holdings that an employee suffers no substantial or material change in terms and conditions of employment while on paid administrative leave.  For years, courts held that an employee who is put on paid administrative leave cannot prove he or she suffered an adverse employment action to give rise to a viable discrimination or retaliation claim.  However, what once was clear, is no more.

Oct 10, 2017

Disaster and Medical Relief Workers: How to Compensate Public Employees Deployed to Help Others

Over the past two months, a series of hurricanes has caused devastation to the United States, Puerto Rico, and other regions.  As a result, the National Disaster Medical System (NDMS) has called upon some public employees with special skills to deploy to the affected regions to provide disaster and medical relief.  This leaves public agencies with questions about how to classify an employee’s leave and whether the employee is entitled to pay for their time away to provide disaster relief efforts.

Jun 5, 2017

Is Your Public Agency Aware of These Lesser Known Job-Protected Leaves?

Many public agencies are familiar with the well-known reasons why an employee can take time off of work. However, in California, there are a few “lesser known” leaves that often get overlooked. 

Oct 11, 2016

When Retirees Earn Post-Retirement Income, Is Your Agency Responsible for Their Increased Costs to Medicare?

After the retirement parties are over, some individuals never truly retire.  Instead of taking it easy, some retirees choose to perform post-retirement work for non-CalPERS employers.  For example, a retired police captain may work for a private security firm and or a retired Human Resources director may open a private consulting practice.  While a retiree’s work for a non-CalPERS employer does not raise any issues regarding public agencies hiring retired annuitants, what many retirees do not realize is that if they earn a high amount of income and qualify for Medicare, Social Security will charge them an increased amount of their participation in Medicare.  This increased amount is called an “income-related monthly adjustment amount” (“IRMAA”).

Jun 1, 2016

Governor Brown Signs New Vaccination Bill, SB 277, Into Law - What Public Schools Need to Know

On Tuesday, June 30, 2015, Governor Brown signed into law a bill designed to...


  • JD, University of California, Hastings College of Law

  • BA, University of California, Los Angeles

Feb 18, 2015 Webinars on Demand
12 Questions Regarding Student Immunizations at California Independent Schools
Contact Us

General Inquiries

Contact a Specific Office

Our Locations

Media Inquiries

Please contact Cynthia Weldon, Director of Marketing & Training, 310.981.2000.